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    Actual for You - What You Can't Ask a Job Candidate is as Important as What You Can Ask

    The Pointers to Consider about Booklet Printing
    Do you know booklets are now used for marketing?The booklets which are deemed as just an ordinary type of small panes that are fastened together with card cover are now recognized by many business-minded individuals as an effective medium that offers great marketing potential. What’s great about them is that they are very handy in the sense that they are easy to mail to your prospects.What to Consider? When you want to make a nice-looking booklet, you should consider on what to make. This means you have to make your mind up on how you will do it, will you create a booklet in a printed copy or in an electronic download version. You can choose between the two by deliberating on your own liking but you must take into account that your personal predilection may not be applicable to others. Hence, there are several considerations that you have to think about before you’re able to make money with your booklets.Pointers Weigh up some of these important pointers:• A printed booklet is considered by many as more effective than the downloaded version especially if the printe
    attend church regularly?

    Residence

    You may discuss: place of residence. You may not discuss: ownership of residence. For example, do not ask: Do you own or rent your home? How much are your house payments?

    Military Service

    You may discuss: relevant knowledge, skills and abilities acquired during applicant's military service. You may not discuss: general questions about military service such as dates, discharge or service in a foreign military service. For example, do not ask: How long did you serve in (name of country)? Where did you serve?

    Economic Status

    You may discuss: salary history, but you cannot use this information to disqualify applicant. You may not discuss: credit ratings, charge accounts, bank accounts, bankruptcy, car ownership, ownership or rental of a home, length of residence at an address or past garnishments of wages. For example, do not ask: Have you ever declared bankruptcy? How long have you lived at (address)?

    Organizations/Societies/Activities

    You may discuss: job-related organizations, clubs and professional associations to which the applicant belongs, omitting ones that indicate race, religion, creed, national origin, ancestry, sex or age. You may not discuss: all organizations, clubs and lodges to which applicant belongs. For example, do not ask: Are you a member of a senior citizens' group? Have you ever been a member of (name

    Searching Online for a Pharmaceutical Sales Job
    The approaches to searching for Pharmaceutical Sales jobs online are similar to that in other professions. You can structure your search in one of several ways:Industry Associations: Many organizations offer job posting sections on their websites for members to browse. This may or may not gain you access to postings not available to the general public. However, it is a good idea to visit your association’s website regularly in the interest of staying informed and take advantage of any benefits you are entitled to as a member. Ongoing professional development is an essential component of pharmaceutical sales, and there are many associations that can help keep you up to speed. These sites also offer links to their associated pharmaceutical companies.Pharmaceutical company websites: Make sure you are familiar with the top pharmaceutical companies and visit their websites directly to keep up to date on available positions. This can be a good approach because it helps you glean other valuable information about the company in addition to current postings, such as corporate culture, prod
    As a human resources professional or business owner, you face many challenges during the hiring process, from sorting through stacks of job applicant r?sum?s to making an attractive offer to the one person you believe best matches the specifications of your open position's job description. The whole procedure is more than time-consuming; it can be stressful as well.

    None of the demands of finding and hiring the best candidate are more complex than those of the interviewing process. Besides spending a significant portion of your time listening to what your final candidates have to say, you must - without violating any of the employment discrimination laws in place - evaluate each applicant's ability to successfully perform the job.

    You have a responsibility to your company and to all prospective employees to avoid any semblance of discrimination or impropriety in your hiring processes. You must keep your interview questions related to specific job activities; in fact, it's probably a bad idea to ask any question that doesn't deal directly with a specific job's requirements.

    If you feel any question on your list might lead to an applicant's perception of discrimination, eliminate that question from the discussion. You can't possibly read the minds of job seekers now or in the future, especially when the ones who ultimately weren't offered the job might try to convince themselves that the reason they weren't hired was "discrimination" - rather than their level of skills. The result could be an unfounded and unnecessary legal action that would, at the very least, distract you from your current job functions in meeting important and strategic company goals.

    Use the following points as general guidelines to develop your list of appropriate interview questions for all job candidates. If you have questions about what's permitted by law (especially regarding special circumstances in your state), consult with your company's legal department or another reliable source. And above all, remember this: If you believe any question or part of your discussion with a potential employee could be perceived as discriminatory, avoid it.

    Name

    You may discuss: use of another name and additional information (relative to a change of name or use of an assumed name) necessary to enable a check of education or work record. You may not discuss: maiden name. For example, do not ask: What is your maiden name? What is your mother's maiden name?

    Age

    You may discuss: before hiring, whether the applicant is over the minimum age for the job's hours or working conditions; after hiring, verifying same with a birth certificate or other ID, as well as asking age on insurance forms. You may not discuss: age; birth date; or questions that might identify the applicant's age, especially if he or she is over age 40. For example, do not ask: How old are you? What year were you born? When did you graduate from high school?

    Citizenship/National Origin

    You may discuss: ability to speak, read or write English or a foreign language if required by the job; offers of employment contingent upon verification of identity, residence and work authorization in the United States. You may not discuss: birthplace, nationality, lineage, ancestry, national origin and parentage of applicant or applicant's parents or spouse. For example, do not ask: Where were you born? Where are your parents from? What's your heritage? What is your mother's tongue? What language do you normally use? How did you learn to read, write or speak a foreign language?

    Race/Color

    You may discuss: equal opportunity employment at your company; race only as required for affirmative-action programs. You may not discuss: race or color; complexion or color of skin, eyes or hair; any direct or indirect reference to race, color or racial groups. For example, do not ask: What race are you? Are you a member of a minority group?

    Gender/Marital Status/Children/Childcare

    You may discuss: company policy regarding work assignment of employees who are related; anticipated absences from job; freedom to travel, if job requires; and ability to meet work schedule requirements. You may not discuss: applicant's gender, marital and family status; number or ages of children or dependents; provisions for childcare; pregnancy; birth control; or name or address of relative, spouse or children of adult applicant. After hiring only, you can ask about marital status/dependent information for tax and insurance forms. For example, do not ask: With whom do you reside? Do you live alone? How many children do you have? Are you married? Do you plan on having children? Are you pregnant?

    Physical, Health or Mental Disability

    You may discuss: candidate's ability to perform essential functions of this job with or without reasonable accommodation; applicant's impressions of performing the essential functions of the job; days of leave taken during the last year; and attendance requirements of this job. You may not discuss: (until after offer is made and then only related to job performance) the existence, type or severity of disability. For example, do not ask: Do you have a disability that might interfere with your ability to perform the job? How many days were you sick last year? Do you have any preexisting health conditions? Do you have (name of disease)?

    Religion/Creed

    You may discuss: the company's regular workdays and hours. You may not discuss: applicant's religion, religious days or whether religion would prevent him or her from working weekends or holidays. For example, do not ask: What religion are you? Do you attend church regularly?

    Residence

    You may discuss: place of residence. You may not discuss: ownership of residence. For example, do not ask: Do you own or rent your home? How much are your house payments?

    Military Service

    You may discuss: relevant knowledge, skills and abilities acquired during applicant's military service. You may not discuss: general questions about military service such as dates, discharge or service in a foreign military service. For example, do not ask: How long did you serve in (name of country)? Where did you serve?

    Economic Status

    You may discuss: salary history, but you cannot use this information to disqualify applicant. You may not discuss: credit ratings, charge accounts, bank accounts, bankruptcy, car ownership, ownership or rental of a home, length of residence at an address or past garnishments of wages. For example, do not ask: Have you ever declared bankruptcy? How long have you lived at (address)?

    Organizations/Societies/Activities

    You may discuss: job-related organizations, clubs and professional associations to which the applicant belongs, omitting ones that indicate race, religion, creed, national origin, ancestry, sex or age. You may not discuss: all organizations, clubs and lodges to which applicant belongs. For example, do not ask: Are you a member of a senior citizens' group? Have you ever been a member of (name

    The Number One Way To Learn
    Generally it is considered that there are three ways people learn: through observation, by reading, or by experiencing. Depending on what it is that you're trying to learn, any of the three methods could be number one. However one method has proven itself consistently to be without a doubt the best method -- experience.Each week we put a thought of the week our company web site. It is always some motivational saying to give people something to think about throughout the week. One attention getting quote came from James Joyce. “Misstakes are the portals of discovery.”Some people may have missed the whole message because they didn't pay enough attention to the picture that accompanied the saying. It proved to be as thought-provoking as the saying itself. A picture below Mr. Joyce’s words showed a forklift that had driven off a loading dock. What many people may miss is the cargo being hauled by the forklift - a missile lying precariously in a broken crate.This forklift driver could have read manual after manual to learn how to operate the forklift safely. He or she may a
    e reason they weren't hired was "discrimination" - rather than their level of skills. The result could be an unfounded and unnecessary legal action that would, at the very least, distract you from your current job functions in meeting important and strategic company goals.

    Use the following points as general guidelines to develop your list of appropriate interview questions for all job candidates. If you have questions about what's permitted by law (especially regarding special circumstances in your state), consult with your company's legal department or another reliable source. And above all, remember this: If you believe any question or part of your discussion with a potential employee could be perceived as discriminatory, avoid it.

    Name

    You may discuss: use of another name and additional information (relative to a change of name or use of an assumed name) necessary to enable a check of education or work record. You may not discuss: maiden name. For example, do not ask: What is your maiden name? What is your mother's maiden name?

    Age

    You may discuss: before hiring, whether the applicant is over the minimum age for the job's hours or working conditions; after hiring, verifying same with a birth certificate or other ID, as well as asking age on insurance forms. You may not discuss: age; birth date; or questions that might identify the applicant's age, especially if he or she is over age 40. For example, do not ask: How old are you? What year were you born? When did you graduate from high school?

    Citizenship/National Origin

    You may discuss: ability to speak, read or write English or a foreign language if required by the job; offers of employment contingent upon verification of identity, residence and work authorization in the United States. You may not discuss: birthplace, nationality, lineage, ancestry, national origin and parentage of applicant or applicant's parents or spouse. For example, do not ask: Where were you born? Where are your parents from? What's your heritage? What is your mother's tongue? What language do you normally use? How did you learn to read, write or speak a foreign language?

    Race/Color

    You may discuss: equal opportunity employment at your company; race only as required for affirmative-action programs. You may not discuss: race or color; complexion or color of skin, eyes or hair; any direct or indirect reference to race, color or racial groups. For example, do not ask: What race are you? Are you a member of a minority group?

    Gender/Marital Status/Children/Childcare

    You may discuss: company policy regarding work assignment of employees who are related; anticipated absences from job; freedom to travel, if job requires; and ability to meet work schedule requirements. You may not discuss: applicant's gender, marital and family status; number or ages of children or dependents; provisions for childcare; pregnancy; birth control; or name or address of relative, spouse or children of adult applicant. After hiring only, you can ask about marital status/dependent information for tax and insurance forms. For example, do not ask: With whom do you reside? Do you live alone? How many children do you have? Are you married? Do you plan on having children? Are you pregnant?

    Physical, Health or Mental Disability

    You may discuss: candidate's ability to perform essential functions of this job with or without reasonable accommodation; applicant's impressions of performing the essential functions of the job; days of leave taken during the last year; and attendance requirements of this job. You may not discuss: (until after offer is made and then only related to job performance) the existence, type or severity of disability. For example, do not ask: Do you have a disability that might interfere with your ability to perform the job? How many days were you sick last year? Do you have any preexisting health conditions? Do you have (name of disease)?

    Religion/Creed

    You may discuss: the company's regular workdays and hours. You may not discuss: applicant's religion, religious days or whether religion would prevent him or her from working weekends or holidays. For example, do not ask: What religion are you? Do you attend church regularly?

    Residence

    You may discuss: place of residence. You may not discuss: ownership of residence. For example, do not ask: Do you own or rent your home? How much are your house payments?

    Military Service

    You may discuss: relevant knowledge, skills and abilities acquired during applicant's military service. You may not discuss: general questions about military service such as dates, discharge or service in a foreign military service. For example, do not ask: How long did you serve in (name of country)? Where did you serve?

    Economic Status

    You may discuss: salary history, but you cannot use this information to disqualify applicant. You may not discuss: credit ratings, charge accounts, bank accounts, bankruptcy, car ownership, ownership or rental of a home, length of residence at an address or past garnishments of wages. For example, do not ask: Have you ever declared bankruptcy? How long have you lived at (address)?

    Organizations/Societies/Activities

    You may discuss: job-related organizations, clubs and professional associations to which the applicant belongs, omitting ones that indicate race, religion, creed, national origin, ancestry, sex or age. You may not discuss: all organizations, clubs and lodges to which applicant belongs. For example, do not ask: Are you a member of a senior citizens' group? Have you ever been a member of (name

    Business Signs
    Signs are very important for a business institution as they form an identity for the organization. Business signboards normally confer details relating to the firm's name, address, and phone number.When people are looking out for a sign relating to business purpose they need to consider some important points. In order to get a unique and appropriate business signboard it is important to highlight the nature of the business. Along with the nature, it is also wise to consider the location, which pertains to the location of the main office and its branches, if any. If the business is located in commercial area, it is advised to have a small business board outside the office. Incase the office is located on the streets then larger signboards can be put up to make it visible to people.Corporate businesses generally get bright colored and large boards. The company name and logo is put up on the top of the organization's structure, as it is visible from far off places. Business signs should be artistic enough to attract attention and at the same time provide relevant details of the busin
    he is over age 40. For example, do not ask: How old are you? What year were you born? When did you graduate from high school?

    Citizenship/National Origin

    You may discuss: ability to speak, read or write English or a foreign language if required by the job; offers of employment contingent upon verification of identity, residence and work authorization in the United States. You may not discuss: birthplace, nationality, lineage, ancestry, national origin and parentage of applicant or applicant's parents or spouse. For example, do not ask: Where were you born? Where are your parents from? What's your heritage? What is your mother's tongue? What language do you normally use? How did you learn to read, write or speak a foreign language?

    Race/Color

    You may discuss: equal opportunity employment at your company; race only as required for affirmative-action programs. You may not discuss: race or color; complexion or color of skin, eyes or hair; any direct or indirect reference to race, color or racial groups. For example, do not ask: What race are you? Are you a member of a minority group?

    Gender/Marital Status/Children/Childcare

    You may discuss: company policy regarding work assignment of employees who are related; anticipated absences from job; freedom to travel, if job requires; and ability to meet work schedule requirements. You may not discuss: applicant's gender, marital and family status; number or ages of children or dependents; provisions for childcare; pregnancy; birth control; or name or address of relative, spouse or children of adult applicant. After hiring only, you can ask about marital status/dependent information for tax and insurance forms. For example, do not ask: With whom do you reside? Do you live alone? How many children do you have? Are you married? Do you plan on having children? Are you pregnant?

    Physical, Health or Mental Disability

    You may discuss: candidate's ability to perform essential functions of this job with or without reasonable accommodation; applicant's impressions of performing the essential functions of the job; days of leave taken during the last year; and attendance requirements of this job. You may not discuss: (until after offer is made and then only related to job performance) the existence, type or severity of disability. For example, do not ask: Do you have a disability that might interfere with your ability to perform the job? How many days were you sick last year? Do you have any preexisting health conditions? Do you have (name of disease)?

    Religion/Creed

    You may discuss: the company's regular workdays and hours. You may not discuss: applicant's religion, religious days or whether religion would prevent him or her from working weekends or holidays. For example, do not ask: What religion are you? Do you attend church regularly?

    Residence

    You may discuss: place of residence. You may not discuss: ownership of residence. For example, do not ask: Do you own or rent your home? How much are your house payments?

    Military Service

    You may discuss: relevant knowledge, skills and abilities acquired during applicant's military service. You may not discuss: general questions about military service such as dates, discharge or service in a foreign military service. For example, do not ask: How long did you serve in (name of country)? Where did you serve?

    Economic Status

    You may discuss: salary history, but you cannot use this information to disqualify applicant. You may not discuss: credit ratings, charge accounts, bank accounts, bankruptcy, car ownership, ownership or rental of a home, length of residence at an address or past garnishments of wages. For example, do not ask: Have you ever declared bankruptcy? How long have you lived at (address)?

    Organizations/Societies/Activities

    You may discuss: job-related organizations, clubs and professional associations to which the applicant belongs, omitting ones that indicate race, religion, creed, national origin, ancestry, sex or age. You may not discuss: all organizations, clubs and lodges to which applicant belongs. For example, do not ask: Are you a member of a senior citizens' group? Have you ever been a member of (name

    Are You A Workaholic?
    In a bid to prove ourselves at work and as women, we sometimes bite off more than we can chew at work, and find ourselves spending up to 12 hours a day at the office.Have we become workaholics? Are we so obsessed with making our mark in the professional world that we’re willing to sacrifice our personal lives and valuable sleep for it?Unfortunately, the answer to every question is a big old “yes.” Many women nowadays are self-professed workaholicsWhat is a workaholic?A workaholic lives for their work and spends the time they’re not working thinking about work. They thrive on multiple projects and deadlines, and usually do not have time for much else in their lives.Why are you a workaholic?Nowadays, companies use half the employees to complete double the amount of work. So it’s possible that you weren’t a workaholic to begin with, but slowly became one when the workload began to increase.As well, technology keeps us connected at all times. Whether it’s your cell phone, email, fax machine, or instant messaging, there’s always a way for your colleag
    and family status; number or ages of children or dependents; provisions for childcare; pregnancy; birth control; or name or address of relative, spouse or children of adult applicant. After hiring only, you can ask about marital status/dependent information for tax and insurance forms. For example, do not ask: With whom do you reside? Do you live alone? How many children do you have? Are you married? Do you plan on having children? Are you pregnant?

    Physical, Health or Mental Disability

    You may discuss: candidate's ability to perform essential functions of this job with or without reasonable accommodation; applicant's impressions of performing the essential functions of the job; days of leave taken during the last year; and attendance requirements of this job. You may not discuss: (until after offer is made and then only related to job performance) the existence, type or severity of disability. For example, do not ask: Do you have a disability that might interfere with your ability to perform the job? How many days were you sick last year? Do you have any preexisting health conditions? Do you have (name of disease)?

    Religion/Creed

    You may discuss: the company's regular workdays and hours. You may not discuss: applicant's religion, religious days or whether religion would prevent him or her from working weekends or holidays. For example, do not ask: What religion are you? Do you attend church regularly?

    Residence

    You may discuss: place of residence. You may not discuss: ownership of residence. For example, do not ask: Do you own or rent your home? How much are your house payments?

    Military Service

    You may discuss: relevant knowledge, skills and abilities acquired during applicant's military service. You may not discuss: general questions about military service such as dates, discharge or service in a foreign military service. For example, do not ask: How long did you serve in (name of country)? Where did you serve?

    Economic Status

    You may discuss: salary history, but you cannot use this information to disqualify applicant. You may not discuss: credit ratings, charge accounts, bank accounts, bankruptcy, car ownership, ownership or rental of a home, length of residence at an address or past garnishments of wages. For example, do not ask: Have you ever declared bankruptcy? How long have you lived at (address)?

    Organizations/Societies/Activities

    You may discuss: job-related organizations, clubs and professional associations to which the applicant belongs, omitting ones that indicate race, religion, creed, national origin, ancestry, sex or age. You may not discuss: all organizations, clubs and lodges to which applicant belongs. For example, do not ask: Are you a member of a senior citizens' group? Have you ever been a member of (name

    How to Conquer Job Hunting Apathy
    Jack, downsized from his last job, was frozen in a place called Apathy. Had been for months now. Knew he had to get moving, had to find a job, but … just couldn’t seem to get his act together. Oh, he’d tried … a little. But his lack of immediate success just made him that much more apathetic.Listless, almost indifferent, he dithered, wasting time on unrelated tasks. Found excuses not to move forward. Procrastinated … and hated himself for it. His family and friends tried to be supportive, but that only seemed to deepen his gloomy outlook. He was stuck.Getting Back in the GameSound familiar? If so, read on … there are things you can do to quickly get unstuck!Irrational fear, not the lack of ability or opportunity, is the usual cause of apathy during a job search. Sometimes we fear we are too old, too inexperienced, too long out of work, too … something. At other times, fearing rejection, we assume that no one will ever want us again. Or that if they do, we won’t be able to hold the job. We fear it’s a bad job market, the wrong
    attend church regularly?

    Residence

    You may discuss: place of residence. You may not discuss: ownership of residence. For example, do not ask: Do you own or rent your home? How much are your house payments?

    Military Service

    You may discuss: relevant knowledge, skills and abilities acquired during applicant's military service. You may not discuss: general questions about military service such as dates, discharge or service in a foreign military service. For example, do not ask: How long did you serve in (name of country)? Where did you serve?

    Economic Status

    You may discuss: salary history, but you cannot use this information to disqualify applicant. You may not discuss: credit ratings, charge accounts, bank accounts, bankruptcy, car ownership, ownership or rental of a home, length of residence at an address or past garnishments of wages. For example, do not ask: Have you ever declared bankruptcy? How long have you lived at (address)?

    Organizations/Societies/Activities

    You may discuss: job-related organizations, clubs and professional associations to which the applicant belongs, omitting ones that indicate race, religion, creed, national origin, ancestry, sex or age. You may not discuss: all organizations, clubs and lodges to which applicant belongs. For example, do not ask: Are you a member of a senior citizens' group? Have you ever been a member of (name of religious group)? Would you write down the names of all the clubs in which you're a member?

    Height/Weight

    You may discuss: height and weight issues that are related to the performance of the job. You may not discuss: height and weight issues that are not related to the performance of the job. For example, do not ask: Do you think you need to lose weight? Is being short a problem for you?

    References

    You may discuss: who referred applicant to the job and names of persons willing to provide professional references for applicant. You may not discuss: questions of applicant's former employers or acquaintances that elicit information specifying applicant's color, race, religion, creed, national origin, ancestry, physical or mental disability, medical condition, marital status, age or sex. For example, do not ask: Did your last employer have a problem with your divorce? Have any of your former employers commented on your ancestry?

    Toward the end of each interview, be sure to explain the next phase of your hiring process to all successful candidates. This description should include items such as a physical or drug test (where applicable), as well as a background check through an independent service such as VeriCruit (www.vericruit.com) to look into each candidate's driving history, Social Security number, criminal record, credit history and possible listing on a sexual offender registry. You must obtain written permission from every candidate - on a form that's separate from all of the other job application documents - to take these steps; if any of your candidates seem uneasy about your request, take a few moments to discuss his or her concerns before taking further action with that person in your hiring process.

    HTTP = HTML link (for blogs, profiles,phorums):
    <a href="http://www.actual4u.com/article/13648/actual4u-What-You-Cant-Ask-a-Job-Candidate-is-as-Important-as-What-You-Can-Ask.html">What You Can't Ask a Job Candidate is as Important as What You Can Ask</a>

    BB link (for phorums):
    [url=http://www.actual4u.com/article/13648/actual4u-What-You-Cant-Ask-a-Job-Candidate-is-as-Important-as-What-You-Can-Ask.html]What You Can't Ask a Job Candidate is as Important as What You Can Ask[/url]

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